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OUR
CODE OF GOOD RECRUITMENT PRACTICE
This
Code of Good Recruitment Practice has been created so that we can provide
the highest standard of service to our clients and candidates. It is strictly
adhered to by all of our staff, giving you reassurance that you will only
be dealt with highly professionally and ethically.
1.
The provisions of this Code and other relevant codes have been brought
to the attention of all our staff and forms a part of the induction and
training for any new staff who join us.
2.
We will ensure that all our staff are aware of and comply with the provisions
of the The Conduct of Employment Agencies & Employment Businesses
Regulations 2003, together with any subsequent amendments, related regulations,
other relevant legislation and statutory codes including provisions relating
to equal opportunities and equal pay, minimum wage, taxation, health and
safety, data protection, trade union membership, immigration, rehabilitation
of offenders, telecommunications privacy and working time regulations.
3.
We will ensure that all of our staff are informed and trained to carry
out their duties effectively, and we will seek to continually improve
the performance of our staff by continually encouraging and enabling them
to develop their knowledge and skills.
4.
We will make every effort to avail our staff with appropriate training
and development opportunities.
5.
We will deal with and represent ourselves to candidates and clients fairly,
openly, honestly and courteously at all times.
6.
We have established and operate in accordance with an internal written
complaints procedure whose aim is to effect swift and appropriate resolution
of complaints. This procedure has been clearly communicated to all of
our staff who will act in accordance with it when dealing with any complaints
we receive.
7.
We will advise our clients of any potential conflicts of interest before
attempting to fill a vacancy.
8.
We will not target employees we have supplied for search and/or recruitment
purposes for a pre-agreed term or not less than 12 months whichever is
the greater.
9.
We have developed a positive policy towards and take all necessary steps
to promote equal opportunities in employment.
10.
Any selection tests used, including psychometric and personality questionnaires
will be relevant, properly validated and where appropriate conducted by
trained or licensed personnel.
11.
We shall submit or transmit details of candidates, temporary or contract
workers only in respect of registered vacancies or fields of potential
interest.
12.
We always obtain the express agreement of our clients before a vacancy
is displayed on any of our websites.
13.
We obtain the express agreement of candidates or temporary or contract
workers before a CV or any personal details which might identify the candidate,
are displayed on any website.
14.
No personal details or details which might identify the candidate, such
as name of current employer or information which might identify the current
employer will be displayed in any of our open websites. We may by agreement
with a candidate, display such information in a password protected part
of a site, and in such a case, shall advise such candidates that clients
will have access to such information. If current employers have such access
the candidate will be warned beforehand.
15.
We do not extract CV's from websites for display or submission to clients
without the express agreement of the subject of the CV.
16.
We shall always reach a clear agreement with candidates or temporary and
contract workers and clients about any expenses payable for attending
an interview or for any other purpose. Information on any expenses payable
will be given in writing before the interview or commencement of an assignment,
where possible.
Advertisements
17.
We shall do our utmost to ensure that all our advertisements are accurate
and that all descriptions, claims and comparisons made are capable of
substantiation.
18.
We shall ensure that all specific vacancies advertised are available at
the time of being displayed on our websites, or at the time of being published
in other media. Filled vacancies will be removed from display as soon
as reasonably practicable.
On
providing permanent recruitment services
19.
On initial contact with a client, we will provide clear and accurate information
about the services we can provide.
20.
We will send fair and clear terms of business to the client as soon as
possible after registering a vacancy.
21.
We will endeavour to reach a clear understanding with clients on the procedure
to be adopted for submitting a candidate's details to the client.
22.
We will inform potential employers if we, either personally or through
our personal known associates, have not carried out a face-to-face interview
prior to an employer interviewing the candidate.
23.
We will document accurately, contemporaneously and appropriately all stages
of the recruitment process, including the results of interviews, tests
and references.
24.
We will not deliberately attempt to induce any candidate to leave his
or her employment with a view to placing the candidate elsewhere where
we have previously received a fee for placing the candidate with a client
unless the agreed term of our contract with our client concerning the
candidate, restricting us from doing so, has expired.
Our
duties to candidates for permanent vacancies
25.
On initial contact with a candidate, we will provide clear and accurate
information about the services we may provide. The details of these may
be seen on our websites.
26.
We will agree with candidates the procedure for submitting their details
to clients. We will not disclose a candidate's identity and/or identifiable
employment details to a client without first obtaining the candidate's
permission unless the candidate has agreed in advance that we may do otherwise.
27.
We will treat information about candidates confidentially except for the
purpose of filling a vacancy and will insist that all our clients do likewise.
28.
Where possible, we will keep candidates informed of the progress of their
application.
29.
We will state clearly to candidates at what stage references will be taken
up and how they will be used.
30.
We will not approach a current employer without the candidate's permission.
Information obtained through a referee will be treated as confidential
to the recruitment process.
Disputes
31.
In the event of a dispute we shall try to resolve the dispute between
ourselves and our client or candidate as soon as practicable and, if we
fail to reach a fair outcome for both parties, will submit ourselves to
any reasonable process of arbitration.
Last
updated: 16th May 2006
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